Every generation has its distinguishing characteristics. Human resource recruiting managers acknowledge that part of their training is to identity the different traits associated with hires from generational cohorts.
The term Generation Y has been used to describe individuals born between approximately. Larger than is immediate predecessor cohort, Gen Y nears baby boomer generation in population size. More diverse in ethnic composition than prior generations, a third are a product of single-parent households.
On the job, they tend to be multi-taskers. Comfortable working in groups or in collaborative settings, this generation values intelligence and education. Managers are encouraged to explain the importance of tasks and projects to get the buy-in of Gen Y employees. They want to understand the genuine need to perform functions or tasks.
Clearly define expectations as Gen Y desires to be value focused. Provide employee feedback as a computer game would. They desire immediate feedback on their decisions and work performance.
Explain criticisms as Gen Y has been educated in school environments innovating esteem. They tend exhibit a great deal of confidence and be quite optimistic about their futures. Gen Y tends to hold a strong sense of morality and civic-mindedness. Goal-and achievement-oriented, they are not overly loyal to any organization and they “want a life.”
Embrace technological innovation to take advantage of Gen Y prowess with newer technologies. Because they are technologically savvy and have grown up using personal computers, Gen Y are commonly referred to as “digital natives.” Finally, consider flexible or remote schedules and encourage collaboration. Gen Y wants to be on a team.Managing Generation Y
- ISBN 978-1-62290-875-2
- Run Time (18 Minutes)
- Copyright 2008
- Closed Captioned (CC)